2 mistakes that ruin employee engagement techniques

Employee engagement is a crucial component of retaining workers. If staff members do not feel a connection to your business, how do you expect them to stay active and committed to your organization? Even if you have policies and initiatives in place that put a focus on employee engagement, you could be negating these positive efforts in unexpected ways. Check out these two common mistakes that contribute to high turnover rates.

1. Not keeping promises

It is easy to write down ways you can increase employee engagement, and it is even simple to send out an email blast outlining these ideas to your company. The hard part, however, is following through on these intentions. Customer relations management firm Pepper & Rogers Group explained that in order for workers to stick with a company, they need to feel like they can trust their employers. If you promise things and do not make good on your word, chances are that your staff will start shopping around for a more honest, trustworthy company, so it is crucial that you follow through.

For example, if you promise new hires that they will be able to meet with you once a week, do not suddenly back out of these engagements – no matter how busy your schedule is. If you truly thought you would be able to stick to these commitments but keep encountering scheduling roadblocks, be transparent with employees. Let them know what the issue is, and offer to reschedule or find other administrators who could conduct the meetings.

2. Micro-managing instead of leading

They might seem like interchangeable words, but there is a large difference between being a leader and a manager. Business media organization Terrapinn explained that while leaders operate as part of the team, managers delegate orders with little involvement. To keep your team members engaged and productive, always aim to be a leader instead of a manager. This means respecting the opinions, suggestions and ideas of all your employees, regardless of where they fall within your office’s hierarchy. Do not ask people to do something you would not feel comfortable doing, and be sure to acknowledge the efforts of people who take on difficult tasks with customized recognition awards.

The source noted that, even worse than simply managing, some bosses have the tendency to micro-manage, an act that often undermines engagement strategies. Micro-managing makes workers feel unimportant, disrespected and even unintelligent. It also displays a lack of trust between administrators and employees. Additionally, it is usually a waste of time, since two people end up focusing on one person’s project. You hired your talented workforce for a reason – let them do their jobs!

By: Seth Fine